Career

SELF BELIEF > INTELLIGENCE Believing in yourself is often more critical than raw intelligence. Intelligence can sometimes lead to overanalysis, hesitation, and self-doubt, hindering progress. On the other hand, confidence drives action, resilience, and the ability to learn from failures. Balancing intelligence with self-belief enables you to take risks, make decisions, and persevere through challenges. 1. Cultivate Self-Belief: * Affirmations: Start each day with positive affirmations reinforcing your abilities and potential. Statements like "I am capable," "I trust my judgment," and "I can achieve my goals" can boost your confidence. * Celebrate Successes: Keep a journal of your achievements, big or small. Reflecting on past successes can remind you of your capabilities and build your self-esteem.
 2. Manage Overthinking: * Set Time Limits: When faced with a decision, give yourself a specific amount of time to analyse and then commit to a choice. This prevents paralysis by analysis. * Simplify Decisions: Break complex decisions into smaller, manageable parts. Focus on one aspect at a time to avoid feeling overwhelmed.
 3. Embrace Failure: * Learn and Adapt: View failures as opportunities to learn and grow. Analyse what went wrong, adjust your approach, and try again with newfound knowledge. * Resilience Practice: Develop resilience by challenging yourself to step out of your comfort zone regularly. The more you face and overcome challenges, the more confident you will become.
 4. Balance Intelligence with Action: * Trust Your Gut: Sometimes, intuition can guide you better than overanalysis. Learn to trust your instincts and make decisions with confidence. * Take Calculated Risks: Use your intelligence to assess risks, but don’t let fear of failure stop you from taking action. Embrace uncertainty and move forward with confidence.
 5. Seek Support: * Mentors and Peers: Surround yourself with supportive people who believe in you and encourage your growth. Seek mentors who can provide guidance and feedback. * Positive Environment: Create an environment that fosters positivity and growth. Minimise interactions with negative influences that may undermine your confidence.
 6. Continuous Improvement: * Lifelong Learning: Commit to continuous learning and self-improvement. Embrace new challenges and opportunities to expand your skills and knowledge. * Set Realistic Goals: Establish achievable goals that push you slightly out of your comfort zone. As you achieve these goals, your confidence will grow.

I’ve had four completely different careers. Every decade, I’ve stripped my life back to its core, reexamined my direction, and reimagined my purpose. With each reinvention, I’ve moved closer to the truth of who I am and to the work I believe I was made to do. Here are the four changes I’ve gone through: – Classical musician: Learned discipline, beauty, and the cost of perfection. – Economics professor: Studied human behavior through the lens of financial choice. – Think tank president: Led ideas with impact at a national scale. – Writer and teacher on happiness: Now I help others build lives of deep meaning. In our early careers, many of us chase fluid rewards: novel problems, fast wins, accolades, and advancement. But as we age, something shifts, and our minds start to change, our priorities evolve, and the rewards that once satisfied us begin to feel hollow. Research shows that as fluid intelligence fades, crystallized intelligence (the ability to teach, synthesize, and lead with wisdom) rises. But to access it, we have to let go of who we were and embrace who we’re becoming. By rebuilding with intention, you let go of the ego that says, “I can’t afford to change.” And listen instead to the voice that asks, “What am I being called to do next?”

I went from PhD to lectureship.  Everyone said congratulations.  No one told me what was coming. The title changed. But behind it... I was drowning. Not because I wasn't capable. But because I wasn't prepared for what was actually waiting on the other side. So if you're a PhD student thinking of staying in academia, hear me out. 𝟭. 𝗞𝗻𝗼𝘄 𝘄𝗵𝗮𝘁'𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗰𝗼𝗺𝗶𝗻𝗴. Academia isn't just teaching and research. It's course design, exam setting, marking, committees, paper reviews, endless emails, supervision at every level, admin, advising, progression reviews, examiner duties, public engagement, grant applications, paper publications, impact generation... Some days I switch between 5 tasks before lunch. BTW, I also had to take a compulsory 2-year part-time course (postgraduate certificate of academic practice) when I started... sitting in lectures and submitting coursework on top of everything else. If you don't see it coming, it will flatten you. --- 𝟮. 𝗙𝗶𝗻𝗱 𝘆𝗼𝘂𝗿 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗼𝗿𝘀 𝗻𝗼𝘄. I thought I'd have time to do research like I did during my PhD. But that vanished immediately. When I asked others how they manage,  they said: collaborators, research students, postdocs. But I started during the pandemic. No conferences. No networking.  No way to meet people. And when things opened up again... I was already drowning in tasks. Trying to build relationships from scratch while the clock was ticking felt impossible. Start now during your PhD.  Find your people before you desperately need them. --- 𝟯. 𝗟𝗲𝗮𝗿𝗻 𝗮𝗯𝗼𝘂𝘁 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗳𝗲𝗹𝗹𝗼𝘄𝘀𝗵𝗶𝗽𝘀 𝗲𝗮𝗿𝗹𝘆. I didn't even fully understand what a fellowship was until I was already overwhelmed. It pays your salary and protects your time for research. No teaching overload. No drowning in admin. If research is your priority, start exploring these before you even finish your PhD. Don't wait until you're gasping for air. --- The jump from PhD to academia doesn't have to break you. But only if you prepare while you still have time. What's ONE thing you wish you knew before starting your academic career?

You're in a job interview, you get the offer—but the salary? Way lower than expected. The worst move? Accepting on the spot. The second worst? Declining outright. Here's how you can take the 'ick' out of negotiating: 1. Start with Gratitude →“Thank you for the offer.” 2. Share Excitement →“I’m really excited about the role and joining the company.” 3. Address the Salary →“Before I accept, I’d like to discuss the salary. It’s below what I believe reflects the market value for my experience.” 4. Reinforce Your Value →“I’m confident my expertise in A and B, and my contributions to C and D will drive success here.” 5. Reiterate Market Value →“Based on my research and track record, I believe a salary range of X to Y would be more in line with the industry.” Where to do research? Check salary data on sites like Glassdoor, Payscale, and LinkedIn, or ask industry peers and recruiters for real-world insights. Pro tip: Use multiple sources to get a well-rounded view and always adjust for location and years of experience. P.S. Have you ever accepted a salary because you didn't know how to negotiation? I'll go first: Yes, I have...

I have made Over 1 CR as a Freelancer. Years ago, I was struggling to find clients, sending out pitch after pitch with no success. After trial and error, I discovered the strategies that turned my freelancing journey into a 7-figure success story. Today, I'm sharing my top pitching techniques with you. ✅ Strategy 1: Comment Strategy How to Use: Engage with top creators on LinkedIn, DM them, share resources, nurture relationships, then pitch. Benefit: Builds strong relationships and trust. ✅ Strategy 2: Video Pitches How to Use: Create personalized video pitches. Benefit: Personalization increases engagement. ✅ Strategy 3: Value Ladder Offers How to Use: Start with a low-commitment offer like a free audit. Benefit: Eases clients into your services. ✅ Strategy 4: Exclusive Insights How to Use: Offer exclusive insights or industry reports. Benefit: Demonstrates expertise and adds value. ✅ Strategy 5: Success Stories Follow-Up How to Use: Follow up with a success story from a similar client. Benefit: Provides social proof. ✅ Strategy 6: Free Tools or Templates How to Use: Share free tools or templates, then pitch comprehensive services. Benefit: Demonstrates value and expertise. ✅ Strategy 7: Social Proof Landing Pages How to Use: Direct clients to a landing page with testimonials and case studies. Benefit: Builds credibility and trust. ✅ Strategy 8: Follow-Up with Added Value How to Use: Follow up with additional valuable content related to the client’s business. Benefit: Keeps you top-of-mind and adds value. ✅ Strategy 9: Personalized Case Studies How to Use: Create case studies tailored to your potential client’s industry. Benefit: Shows clients how you can solve their specific problems. ✅ Strategy 10: Niche-Specific Content How to Use: Develop content highly relevant to the niche of your potential client. Benefit: Positions you as an expert in their industry. ✅ Strategy 11: Client Education How to Use: Educate clients on industry trends and solutions before pitching. Benefit: Builds trust and positions you as a knowledgeable resource. I've excelled at pitching potential clients and succeeded in sealing 99% of deals to date. I've taught my 5000+ students all the secret strategies of getting high-paying clients, and today, I see them making 50K-1Lac a month easily. 📌 If you're interested in learning from me & my 6-figure team, DM 'Freelance' for details. Question: Do you find it helpful?

NVIDIA CEO Jensen Huang’s best career advice: “Passion isn’t enough, you’ve got to endure.” I believe "Follow your passion” is the most overhyped career advice on earth If someone’s telling you to “just follow your passion,” they’re probably already living in abundance! Here’s the uncomfortable truth: Passion usually follows mastery, not the other way around. Get good first. Then the prestige, pay, confidence, and interesting problems make you… passionate. A better playbook that I followed: Pick something you can be great at. One clear lane, real demand. Go deep for a decade. Reps > inspiration. Grit beats vibes. Measure progress, not feelings. Hard day ≠ wrong path. Work is hard, expect injustice, friction, and boredom. Earn the right to edit. Mastery buys you optionality: interesting projects, better teams, better life. Early on, balance is a tradeoff. Most meaningful careers require a season of asymmetric effort. Later, mastery lets you buy back balance, time, control, boundaries. Do your passions on weekends Don’t ask: “Do I love this today?” Ask: “Can I become great at this, and is it worth being great at?” That’s how you build a career you’re proud of and yes, one you might just become passionate about. What do you think?

My candidate landed a ₹15 LPA offer at a top MNC without even applying. No resume drop. No job portal. How? ✅ She unlocked the hidden job market that most candidates never see. So, how did she do it? Not with luck. But with a strategy anyone can use: 1. She built her brand before she needed a job. She shared her wins, projects, and insights on LinkedIn consistently. Example: Every Friday, she posted a carousel breaking down a real-life analytics problem she solved at work, tagging teammates and sharing key takeaways. This made her visible as a problem-solver in her field. 2. She reached out to industry peers, not just HR. No generic “Hi, can you refer me?” Instead, she started real conversations about trends, challenges, and solutions in her field. Example: She messaged a data scientist at her dream company, commenting on a recent paper he’d published: 👇 “Hi Raj, I loved your article on predictive analytics in retail. I’ve been working on similar models for FMCG clients and would love to exchange notes!” This led to a meaningful chat, not a cold request. 3. She gave before she asked. She offered feedback on others’ work, shared resources, and celebrated others’ milestones. Example: She congratulated connections on promotions, shared helpful webinars in group chats, and offered to review a peer’s resume before asking for any help herself. 4. She followed up, politely and persistently. After every conversation, she sent a thank-you note: 👇 “Thanks for your insights, Priya! I’ve already started applying your advice. Hope we can catch up again soon.” She stayed top of mind, not just top of the inbox. You don’t need a massive network. You need genuine connections, a clear story, and the courage to show up before you need help. If you’re still waiting for the “perfect” job post to appear, you’re already late. The best opportunities are shared in DMs, whispered in meetings, and offered to those who are already visible. Start building your presence, your relationships, and your reputation today. #jobsearch #jobopportunities #jobinterview #careergrowth

I used to dread negotiations early in my career... Then I realized: Being a strong negotiator isn’t about confrontation. It’s about developing the right frameworks. Here are five game-changing approaches to  negotiate every deal more effectively: 🤝 The 4 Phases Framework (h/t: Roy Lewicki) Great negotiators don’t jump straight to bargaining.  They follow a structured process: • Preparation (lay the groundwork) • Information Exchange (build mutual understanding) • Bargaining (explore potential solutions) • Commitment (secure the agreement) 💪 The BATNA Strategy (h/t: Roger Fisher & William Ury) Your power in any negotiation comes from knowing  your Best Alternative to a Negotiated Agreement (BATNA). It’s your safety net, your source of confidence.  Always define it before you start. 🎯 The Negotiation Matrix (h/t: Lewicki & Hiam) Different situations call for different strategies: • High stakes? Compete. • Building a long-term relationship? Collaborate. • Minor issue? Avoidance might be best. • The relationship is too critical? Accommodate. • Both matter equally? Compromise. 🤔 The Harvard Principled Negotiation Method (h/t: Fisher, Ury & Patton) This is a game-changer: Focus on interests, not positions. Instead of asking what they want, ask why they want it. That’s where real value creation happens. 🎯 The ZOPA Framework (h/t: Fisher & Ury) The Zone of Possible Agreement (ZOPA) is where deals get made. Understanding both sides’ limits helps you identify common ground. Everything else? It's just noise. Key takeaway: The best deals happen when both sides feel heard. And the most successful negotiators aren’t the most aggressive. They’re simply the most prepared. ♻️ Find this valuable? Repost to your network. 💡 Follow Eric Partaker for more on business & leadership.

Most People leaders don’t do a rigorous enough job of vetting out the Headcount Planning process. And you know what? I don’t blame them. More often than not, #HR leaders aren’t brought in until the eleventh hour — once all the decisions have been made and the only step left is to execute on the recruitment process. But here’s the thing: If you want to be an effective People leader, it’s your job to get in front of this and ensure your team is implementing a robust Headcount Planning process beyond just recruitment and post-hire enablement. Things like: - Ensuring you’re not over hiring to compensate for ineffective performance and workplace inefficiencies - Verifying that each hire is a long term need, not a short-term need that will lead to layoffs - Pressure testing that every dollar spent on your greatest company expense — employees — is optimally spent - Exploring the long term potential of each hire and whether or not it makes more sense to go more junior or promote from within We recently rolled out a new headcount approval process at Ethena and — among other things — it requires all department heads to answer the following 3 questions for any role they’d like us to open: 1. How will this hire help us hit our 2025 revenue goals? 2. What breaks if we don’t hire this role? 3. What alternative solutions have you explored, and why is a full time, in-house hire the only remaining option? Oh, and also: It’s a public document that all department heads have access to. Including everyone’s responses. Here’s what I love about this process: 🥇Questions like, “How will this help us hit our revenue goals” keep everyone focused on the big picture business goal while questions like “What breaks if we don’t hire this role?” help surface underlying inefficiencies. Maybe the person responds with a series of things that the business is in fact okay with breaking and should never have been prioritized in the first place. 🕵️ Getting everyone’s answers all in one place helps identify overlapping scopes of responsibilities. 2 teams are struggling with data analytics? Could we combine these roles into 1? 🧠 Giving all leaders visibility into everyone’s responses helps everyone level up their game. Perhaps someone on G&A is struggling to tie their needs back to the business, but a quick peek at the RevOps leader’s responses offers clear insights for how to apply a more business-forward mindset. 💡 The responses are a veritable treasure trove of insights into other areas of the busines. How do marketing leaders think about pipeline generation per BDR? How do Product leaders determine how many engineers it takes to roll out new Product updates? Want access to our full Headcount Request Template + tips for getting more involved in your company’s Headcount Planning process? 👉 Download my free template here: https://lnkd.in/exhmNaqY What are your top tips for ensuring a robust headcount planning process?